Individual Identity Issues
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Posts: 1020703 |
Last Post: 04-16-08 09:04 |
| The sense of self inherent in all people. Who and what are the 'me'?, the 'I' in my identity? - referred to as the primary identity. |
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Group Identity Issues
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Posts: 2 |
Last Post: 08-16-04 00:40 |
| Included would be the social narratives that constitute individual identities surrounding collective or groups. For example, the narrative of race or gender impacts my primary identity to reflect society's notions of race or gender. |
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Religion In the Workplace
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Posts: 11 |
Last Post: 06-20-04 20:24 |
| An explosion of Theo-Diversity has brought the religious experience onto the front burner, whereby employees and other stakeholders wish to 'practice' some aspect of their spiritual/religious identity on the job. These issues are taken very personally. |
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Values, Ethics, and Behavior
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Posts: 0 |
Last Post: |
| Discussions regarding the value system of the business, the behaviors that reflect those values (hence ethics), and the expected behaviors inherent in the business grammar of conduct, including consequence management. |
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Pluralism, Assimilation, or Relativism?
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Posts: 1 |
Last Post: 11-24-03 18:03 |
| Acculturation models for employees are crucial in building the business citizen - is your culture building mutual relationships with your employees as in pluralism, or forming a melting pot dominated by one set of cultural expectations as in assimilation. |
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Disenchantment ~ Enchantment
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Posts: 70108 |
Last Post: 04-16-08 09:00 |
| Refers to the organization's cultural drivers that impact an employee's feelings about the job, thus their performance; i.e. the level of distress, anxiety, victimization, dread on one hand, hope, awe, engagement, safety and commitment on the other. |
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Stress, Anxiety, Conflict
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Posts: 0 |
Last Post: |
| Central to enchantment and to vitality is the containment of anxiety, (the prevention of stress turning into distress) and the conflict that can arise due to dysphoric, high anxiety, workplaces. |
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Organizational Vitality, Chaos, or Rigidity
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Posts: 0 |
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| Under the onslaught of relentless change, uncertainty and global competitive pressures, business organizations tend to move in a trajectory, either toward rigidity, toward chaos, or toward vitality. The first two lead towards death and the last to growth. |
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GDI Values
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Posts: 2 |
Last Post: 11-27-03 18:32 |
| Any discussion of individual autonomy, including self-reflective critical thinking, dignity, diversity-as-identity in relationship, social-workplace justice, ethics, individual emancipation, dialogue, communicative competencies, and pluralism. |
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Organizational Governance
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Posts: 0 |
Last Post: |
| How an organization creates the context for the success of ethical pluralism. The notion of a constitutional project that includes an ethical system, a system of justice, a regulatory system, a grammar of conduct and empowerment-decision making systems. |
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Questioning Diversity Methodologies
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Posts: 4 |
Last Post: 12-19-03 19:40 |
| Our collegiality often denies us and our clients clarity on diversity theory and applications in the context of today's workplace. We invite respectful* critiques on effectiveness and limitations of various diversity & diversity management approaches. |
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*DISCLAIMER: The Global Diversity Institute reserves the right to exclude the publication of any material deemed offensive to the value system of GDI, particularly violation of GDI's values of inclusion and respect for the individual. Please note that GDI does not take responsibility for comments posted by users not employed by the Global Diversity Institute.
